Norton Rose Fulbright - The Inside View

There’s no denying Norton Rose Fulbright’s status as one of the premiers in international BigLaw. With billions in revenue, over forty offices worldwide, and numerous Chambers Global  rankings to boot, it’s enough to catch the eye of any bright-eyed law student. But beyond the accolades, there was something in particular which stuck out to juniors looking to join. Namely, “it’s Southern roots – I liked the Texan culture where I could also get international work.” What that meant in a practical sense was that the firm had “a culture where you feel comfortable asking questions, with people who are friendly, and honest.”

“…I liked the Texan culture where I could also get international work.”

Of course, the work had a sway, and befitting a firm of its stature, the firm holds multiple top Chambers USA  rankings, including bankruptcy, e-discovery and information governance, product liability and mass torts, LNG projects, power and renewables projects, renewables & alternative energy projects, and public finance. Its position in Chambers Global is equally as impressive – there the firm holds top trumps as market leaders in shipping finance, alongside its multi-jurisdictional projects & energy, projects & energy mining, and projects and energy power. Those with an interest in firms with a strong presence in the energy industry – and even just global practices in general – are encouraged to read on…

Norton Rose Fulbright is recognized as a Strong Performer for Associate Satisfaction and Associate Retention in our 2025 survey.

Strategy & Future

Insiders at the firm were positive about the firm’s efforts to keep them up-to-date on “what’s going well, what we want to work with, so that’s something I really appreciate.” Every month the head of the US arm of the firm keeps everyone up to date with the firm’s trajectory: “They break it down and tell us where things are, what the financials are month to month, year to year attrition, and who they’re looking to hire.” We heard that in Houston “commercial and energy merged which has gotten a lot of buzz, so maybe that’s a hint at the direction things are going…”

The Work

NRF recruits the most juniors in Houston and New York, followed by Dallas and Washington DC. The firm also recruits associates in Austin, Chicago, LA, Minneapolis, San Antonio, and St Louis.

When summer associates join NRF, they are given a work coordinator and access to centralized system to obtain work assignments.  However, it is a free-market system beyond the summer.  When first starting, one admitted that due to the nature of the typical BigLaw ramp-up period, “it can be challenging to try and find your place without experience,” particularly during slower periods as “there’s the creation of competition and inevitably some tension between newer attorneys for work.” To manage slower periods, one source noted that “they try to make getting work outside of your practice fluid, so if you’re running low at the beginning, you can seek out other avenues.”

Commercial and energy disputes is the biggest team within the litigation department. The group works in areas like oil and gas, construction, projects, renewables, healthcare, and sports, among others. International work involves complex cross-border issues: “There are often matters where the lawsuit is here, but the collection of judgement is overseas.” Although energy matters are far from the firm’s only focus, NRF recently merged the energy team with commercial litigation “because there is so much overlap there. We’re looking at breach of contract and companies suing former board members in this group, but with a lot of oil and gas companies.” On a daily basis, juniors could be found drafting motions, discovery responses or preparing materials for a hearing to help partners. You’ll be pleased to hear that doc review was said to be limited, and within the first year you can get “thrust into” a deposition. All around, our sources felt that responsibility “evolves faster than you’d expect. If you’re vocal and show you can handle it then most partners like to push down work.”

Commercial litigation clients: Republic of Kazakhstan, Southwest Airlines, and XO Energy. Acted as antitrust counsel for Activision Blizzard in defense against a civil antitrust complaint brought by the DOJ.

Corporate, M&A and securities  “is a really broad group,” where associates can gather work from a wide range of sources. One junior explained the setup: “Partners ask if something suits you and then we go from there.” Typically, everyone does deal work, but there are chances to work on matters involving securities, corporate governance, private equity, and mid-market M&A. For juniors, responsibilities go beyond the side tasks. “You definitely get drafting responsibilities for smaller documents and are heavily involved with closing checklists and keeping track of everything in a deal,” one associate commented. Reflecting on their early days in this team, one newbieshared, “Everything I did in the first couple of months was me doing it for the first time, so I would say my responsibilities have lived up to my expectations.”

Corporate clients: BP, Shell New Energies, and Crusoe Energy Systems. Advised Australia-based global energy provider Woodside Energy on its agreement to acquire Tellurian at a matter value of $1.2 billion.

Culture & Inclusion

“It does have a Texan vibe,” associates said of NRF’s culture, which might sound a bit vague, but was said to boil down to friendly and caring interactions our interviewees had. “It’s so hard to explain,” one junior mused, “but I just feel very comfortable going in to work – I never feel scared or stressed to give someone a call, and I think that comes down to feeling really respected by people, especially people above me. I see partners trying to push back if clients want a crazy turnaround, so they really do care about your wellbeing.”

"The family-oriented vibe has translated to a really great working culture."

Many insiders also pointed out that, while the firm embodies a “work hard, play hard” mentality, people are also very family-oriented: “When I was looking around, I kept an eye out for firms whose partners had a family life, and that is the case here. The family-oriented vibe is one that a lot of partners project and that has translated to a really great working culture. There’s a good mix of folks with kids, without kids, getting married, or are already married.”

Socially, we heard dynamics varied by team. Our interviewees felt the litigators were maybe a little more social as “they hang out and travel together.” But in corporate, we were told that “outside of work we don’t really hang out.” The firm does host office-wide parties, like the traditional winter and summer holiday parties, which provide opportunities for associates across teams to interact. Associates also appreciated being able to bring close ones along: “I like that you can bring your partner too. I like that they know the people I work with!”

The firm is comprised of people from a wide variety of backgrounds, as one insider told us: “I see a lot of minorities at the firm at all levels, from junior to leadership.” They even added that “it’s one of the biggest things that has kept me here, people walk the walk!” Insiders also praised the firm’s support for various affinity groups. “There are a whole load that are active,” including groups for Women, Asian, Pride, Veterans, Latinos, and Black Attorneys. “We celebrate each other,” whether that’s during Black History Month to LGBTQ celebrations.

Hours & Compensation

Billable hours: 1,900 target

Bonuses at NRF start at 1,900 hours, but despite this, we heard “most people are working at least 2,000 hours or above.” 50 hours of firm investment time, including non-client-billable activities like pro bono, training programs, and recruitment can go towards that target. Though, associates still felt the weight of those demanding BigLaw hours. However, juniors insisted that “when the work is getting tough and the hours are getting long you know you can succeed working alongside your colleagues.” Insiders also felt that the firm also makes a deliberate effort not to overwork associates, understanding that “work-life balance is key for people to be productive,” so they make sure associates aren’t unnecessarily online.

“I don’t feel like I need to have my laptop open just in case someone calls on the weekend.”

Like any BigLaw firm, working weekends is sometimes necessary. But one source noted that this is only the case for an impending deadline and “I don’t feel like I need to have my laptop open just in case someone calls on the weekend.” The same is true for vacations which “partners really respect,” so “if you need to take time off, they are incredibly understanding – they tell you to take the time and they really mean it.” Long nights were worth it for the compensation: “I think the compensation is good. If you need to catch me at 3am I’m happy to assist because I’m paid for the ability to do that!”

The firm typically expects associates to come into the office at least three days a week as a base rule. We heard that the general flexibility towards work from home “tells you the value of being able to balance work and life, which translates to being more productive, and that the firm sees that.” NRF is also trying to ensure that seniors and partners are also around in the office, to promote the all important learning by osmosis. To encourage this, we were told that “the head of the firm has instituted a policy to require that partners list when they are in the office.”

Career Development

Overall, juniors were very positive about the firm’s approach to associate development and the opportunities for progression. From the outset, newbies are given a formal “buddy” from the year above “who gives you the social protocol, they’re awesome,” and a formal development partner to guide them through annual reviews. However, many interviewees pointed out that informal mentorship played a larger role in helping them develop.

Even so, the formal training was helpful for junior’s development, particularly in both litigation and corporate practices. “M&A was relatively slow last year,” one second year explained, “so there was tons of training in our first year because the firm took advantage of that slower period.” Litigators also get “a significant amount of formal training for first years”  through programs like the Litigation Academy, which continues through to second year, including a week of training in Houston.

One area which interviewees felt NRF particularly excels in was business development and exposing juniors to clients. Associates get opportunities to connect with clients through events like golf tournaments, and holiday receptions. “Through it, you are given an introduction into how to make yourself marketable both internally and externally to the firm,” praised one insider.Juniors are of course not responsible for bringing in clients, but “NRF does encourage us to find business as associates, so if you do have the experience and contacts and can bring them in. You just need a partner sponsor to onboard the clients and provide guidance,” one source explained.

"...there are a lot of homegrown partners, so I really do feel like everyone wants you to stay.”

Insiders felt that the combination of mentoring, training and connecting juniors with the client pool reflected the firm’s long-term commitment to its associates. As a result, those we spoke with were very positive about their opportunities for partnership: “I get the impression that there are a lot of homegrown partners, so I really do feel like everyone wants you to stay.”

Norton Rose Fulbright is recognized as an Excellent Performer for Career Development in our 2025 survey.

Pro Bono

The 50 hours of pro bono that can go towards associates’ bonuses was a big plus among interviewees. Juniors are encouraged to take on pro bono at the firm, though some did feel that “since it doesn’t all count as billable, you can be hesitant to pick up those matters.” Nevertheless, opportunities were plenty, “as long as you’re not spending like 1,000 hours on pro bono, the firm is supportive!”

First-years have a meeting a few months in where they are assigned a case. After this, juniors can pick up matters through the centralized system for pro bono. We heard that the firm worked on cases involving divorce proceedings, child abduction and warranty claims.

Pro bono hours

• For all (US) attorneys: 11,908
• Average per (US) attorney: undisclosed

Get Hired  

The first stage: recruitment on and off campus  

OCI applicants interviewed: 586  

Number of interviews outside OCI and callbacks: undisclosed  

Currently participating in OCIs and job fairs across around 30 law schools, Norton Rose Fulbright continues to increase its class sizes year-on-year. Now, though still conducting 2L hiring, the firm is increasing its focus on 1L summer programs, and their broader recruitment efforts across both national and regional schools continue to deliver long-term successes. US hiring partner, Beau Cox adds that “in addition to law student outreach we actively recruit judicial clerks, including those who have worked with us previously during the summer, and former clerks transitioning from government or the judiciary into private practice.” 

Norton Rose Fullbright sponsors and participates in over 150 events each year, placing an emphasis on staying engaged with students to build relationships with them by collaborating with law schools and affinity groups. Across all OCI programs the firm typically interviews around 500 candidates each year, curating the interviewees to reflect the range of practices on offer, offices, and lawyer experience levels. “Students often meet with alumni of their law school, as well as a mix of junior associates, senior attorneys, and even firm leaders,” Cox outlines, to ensure that candidates are given “a well rounded perspective on our culture and the breadth of career paths at the firm.”  

Interviewers aim to keep initial interviews “conversational and aimed at understanding a candidate’s interest in Norton Rose Fulbright and the practice of law,” exploring a candidate’s motivations for choosing law their practice area of interest. Of course, a “strong academic performance” is expected, Cox tells us, but the firm also actively looks for “leadership skills, intellectual curiosity, and a desire to grow within a collaborative, client-focused environment. We also tend to favor candidates who show a strong commitment to their own careers.” 

Top tips for this stage:   

“Know about the firm, including offices and practice areas. Be prepared to explain why Norton Rose Fulbright is right for you. Come also prepared to tell your story—why you chose law, what you're passionate about, and what you’re looking for in a law firm. We look for candidates who have taken the time to research our firm, understand our practices, and are curious about the people and the work we do.” – Hiring Partner, Beau Cox 

Callbacks  

Number of applicants invited to callbacks: undisclosed  

The candidate’s location and office’s preference determine whether a candidate’s callback interviews will be in person or virtual. These take the format of a number of one-on-one conversations with three to five attorneys from different positions in the firm. Candidates can also let the firm know if they would like to connect with attorneys who share specific perspectives or backgrounds, “so we can facilitate conversations that are both meaningful and reflective of our firm’s people-first culture.” Throughout the callback process interviewers look to find out what it is that drives a candidate – both professionally and personally – so “we want to learn about their passions, interests outside of law, and how they see themselves contributing to culture,” Cox explains, so “this stage is about mutual fit: we want candidates who are both excited about the work and who will thrive in our environment.” 

Top tips for this stage: “Be authentic and thoughtful. It’s important to come prepared—know who you're meeting, have questions, and connect your prior conversations with what you’ve learned about the firm. Referencing what sparked your interest in Norton Rose Fulbright during your OCI interview can demonstrate genuine enthusiasm and reflection. We want to hear how your story, experience, and goals align with our firm.” - Hiring Partner, Beau Cox 

Summer program   

Offers: undisclosed  

Acceptances: 137  

The aim of the summer program is “to provide a realistic preview of life as a junior associate,” Cox tells us. Summers are given mentors to provide feedback and are given work assignments that match their interests, but summers are also encouraged to explore multiple practice areas, something that is assisted through the firm’s designated assignment coordinators. Professional development is prioritized, so legal skills training, conversations with firm leadership, and networking events are all a part of the process. “We emphasize early exposure to clients,” Cox adds, as “many summers attend meetings, depositions, trials, and hearings throughout their time with us.” 

Top tips for this stage: “Treat the summer as a long-form interview—but also as a learning experience. Be curious, proactive, and open to feedback. We’re not expecting you to arrive with deep substantive knowledge, but we do expect a strong work ethic, attention to detail, and a sincere interest in the practice of law. Engage with the people around you, take initiative, and get to know the firm from the inside out.”- Hiring Partner, Beau Cox 

Final words of wisdom from Beau Cox: “We want to see your talent, drive, and personality. Show us that you’re excited about the practice of law and about joining a global platform where collaboration and innovation matter. We’re looking for candidates who are academically accomplished, engaging, and team-oriented—people who will bring value to our clients and thrive in our culture. Let your enthusiasm and curiosity come through in every conversation. And, of course, be kind to everyone you work with during the summer—from partners, to associates, to our incredible business services professionals, and to the other summers in your class.”  

A note on lateral hiring at Norton Rose Fulbright: “We anticipate continued strategic growth in core practice areas—especially litigation, business transactions, projects and IP—based on client needs and evolving market trends. We are always looking for talented laterals whose skills align with our practice and culture and who are excited about joining a firm with a global platform.” 

Lateral hiring is a significant part of Norton Rose Fulbright’s overall strategy: in 2024, 111 attorneys joined the firm as lateral associates.